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Under the pandemic, various industries have been affected, particularly the tourism and hotel industries, with some businesses having to reduce their workforce. "Job hopping" has become a trend, providing employees with additional income opportunities. This article will provide details on what employers should be aware of when hiring individuals for "job hopping."

What is "Job Hopping"?

"Job hopping" refers to casual, part-time, or temporary work, where the work details are often known on the same day. It offers more flexibility compared to other types of employment, making it suitable for individuals who require flexible working hours.

Are "Job Hoppers" protected?

In reality, full-time, part-time, and temporary workers are just different classifications commonly used in the job market. Under the Employment Ordinance, all employees, regardless of their working hours or job titles, are entitled to certain protections and benefits. These include regulations on wage payment, wage deductions, and the right to statutory holidays. Additionally, if an employee meets the criteria of working at least 18 hours per week continuously for four weeks (known as the "418" rule), they are entitled to rest days and other protections.

How should the wages of "Job Hoppers" be calculated?

To facilitate payment, most "job hopping" arrangements involve same-day payment. Typically, wages are calculated on an hourly, daily, or piece-rate basis.

Since handling the wages of "job hoppers" requires quick and accurate scheduling, attendance calculations, and payment processing, employers may face challenges in achieving efficiency. CLG Group offers Workstem, a comprehensive human resources management system that can handle attendance records, payroll calculations, and reduce the chance of errors and labor costs. Please contact us to learn more.